home / about us / news / singapore employees least likely to take responsibility to upgrade own skills.

Warning: Javascript disabled

Note: our system indicates that Javascript is disabled or not supported by your browser. In order to take advantage of full functionality of this site, javascript must be enabled. Please change your browser options.

singapore employees least likely to take responsibility to upgrade own skills.

The latest Randstad Workmonitor (Q3 2017) report revealed that nine in 10 global employees (91%) feel that it is a personal responsibility to keep up with the best practices through learning and development opportunities.

However, only 83% of employees in Singapore take the initiative to upgrade their skills despite the myriad of learning and development programmes available to them. This sentiment fared the lowest when compared to Hong Kong SAR (91%) and Malaysia (96%).

Jaya Dass, Country Director of Randstad Singapore noted, “Employees in Singapore have access to many training programmes either provided by employers or from external channels such as SkillsFuture. Learning and development is a lifelong process and we strongly encourage employees to actively look for interesting opportunities to stay competitive in today’s workforce.”

The minimum sample size per country is 400 interviews.

singapore

Ranked the lowest of the three markets, only 83% of employees in Singapore agree that it is a personal responsibility to diligently update their skills and competencies. Comparing the different programme types, employees are more inclined to sign up for curriculum courses (45%) and attend online courses (35%) on their own.

hong kong SAR

Identical to the global average, nine out of 10 employees in Hong Kong SAR (91%) feel that that they have to pursue learning and development opportunities on their own. 49% of Hongkongers have taken a curriculum course in the last 12 months and 39% are willing to search and pay for a programme themselves.

malaysia

A staggering 96% of Malaysian employees say that it is a personal responsibility to upgrade their skills and competencies. One in two employees (51%) had attended a seminar or conference paid for by their employers. At least one-third of employees are open to invest their own time and money in an online course (35%) and curriculum course (39%) to stay competitive.

“Keeping my skills & competencies up to date is my own responsibility (%)”

about the randstad workmonitor

The Randstad Workmonitor was launched in the Netherlands in 2003 and now covers 34 countries around the world, encompassing Asia Pacific, Europe and the Americas. The Randstad Workmonitor is published four times a year, making both local and global trends in mobility regularly visible over time. The Workmonitor Mobility Index, which tracks employee confidence and captures expectations surrounding the likelihood of changing employers within a six month time frame, provides a comprehensive understanding of job market sentiments and employee trends. In addition to measuring mobility, it provides insights into employee satisfaction and personal motivation, as well as explores sentiments around key trends shaping the world of work for employees each quarter. The quantitative study is conducted via an online questionnaire among a population aged 18-65, working a minimum of 24 hours a week in a paid job (not self-employed). The minimal sample size is 400 interviews per country, using Survey Sampling International.

Human connection is at the heart of our business. Our personal approach, supported by state-of-the-art technology, is what sets us apart in the world of work. We express this with a new brand promise: Human Forward.